Conflict of views
Organizational dysfunction reflected in unpredictable policies is another cause of conflict, causing tension as workers try to meet expectations that are regularly shifting.
It was first developed in the late s and early s, with the most linear and simple approach towards conflict. The Conflict Resolution Process The traditional view of the conflict process recognizes two primary ways of addressing discord.
Traditional vs.modern view of conflict management pdf
Conflict can also be caused by conflicting roles and conflicting pressures, such as the tension between a boss who bears responsibility for meeting a deadline and an employee who is worn out from family pressures and simply wants to do enough to collect a paycheck. The task of the management is to eliminate conflict. Conflict disrupts the organization and prevents optimal performance. Different styles and perspectives also come into play as staff and management approach diverse situations with different behaviors and see them through different frameworks. While the human relations view accepted conflict, the interactionist view encourages conflicts on the grounds that a harmonious, peaceful, tranquil, and cooperative group is prone to becoming static apathetic and non-responsive to needs for change in innovation. The traditional view was challenged by various studies and surveys, and therefore, the human relations view on organizational conflict presented a significantly different perspective on the topic. Thus it is an instrument of organizational innovation and change. Traditional conflict theory is oriented toward solutions or moving toward situations where conflict is not present. Conflict transformation goes beyond resolution efforts and actually uses conflict as a tool to bring about deep change. Post navigation. Human relations. Strategies include mediation, negotiation and diplomacy. While the human relations view accepted organizational conflict as an important part, the interactionist view on- organizational conflict takes the same concept one step further. Conflict is now an inevitable part of organizations.
Optimal organizational performance requires a moderate level of conflict. Although conflicts are of different types, the traditional view only sees conflict as dysfunctional and destructive. Different styles and perspectives also come into play as staff and management approach diverse situations with different behaviors and see them through different frameworks.
Not all conflicts are created equal, however.
The task of the management is to eliminate conflict. Changing Views of Organizational Conflict Attitude towards conflict in organizations has changed considerably in the last few decades.
Its presence is positive in some aspects.
Once upon a time conflict was considered fully harmful and must be avoided for the betterment of the organization.
Here explain the 3 different views on organizational conflicts.
Views of conflict pdf
But some conflicts can also be functional — because it may make organizations more effective. Research Methodology 5 6. It was first developed in the late s and early s, with the most linear and simple approach towards conflict. This approach to organizational conflict takes the human relations view one step further by seeing conflict as something that can have a positive outcome from time to time and serve as a necessary part of organizational development. Conflict is inevitable. These views advocate the same concept that there are different types of conflicts and not all of them have to be bad and dysfunctional. In that period, the fields of management and organizational behavior were expanding. Precisely for developing countries like Bangladesh, the fragile state of rule of Law and access to justice implicates the downward situation of development, especially from the human rights perspective. The interactionist view indicates that conflict is not only an encouraging force in a group but also an absolute necessity for a group to perform effectively. Changing Views of Organizational Conflict Attitude towards conflict in organizations has changed considerably in the last few decades. He is a fierce friend to Stephen P. So the major contribution of the interactionist view is encouraging group leaders to sustain an ongoing minimum level of conflict enough to keep the group viable, self-critical and inspired. Managerial Functions. While the human relations view accepted organizational conflict as an important part, the interactionist view on- organizational conflict takes the same concept one step further.
Current view also called the interactionist view, is that conflict in organizations is inevitable and even necessary, no matter how organizations are designed and operated.
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